• Definition of Employee Engagement
• Role of leaders in Employee Engagement
• Empowerment with Employees

 Employee engagement occurs when
employees feel passionate about their jobs,
have commitment to the organization, and
put discretionary effort into their work.

 Employee engagement is not the same as
employee satisfaction. Employee Satisfaction
only indicates how happy or content your
employees are. It does not address their
level of motivation, involvement, or
emotional commitment.

 Leaders need to create a workplace that
evokes commitment that is not based on a
false promise.
 Leaders need to set clear expectations of
employees so that their path is clear and
they can see the larger vision of the
organization. “Why we do what we do?”
Leaders need to engage employees in the big
picture.

 To be successful in engaging employees
Leaders need to develop relationships with
staff- you are responsible to find out what
drives (motivates) each employee to see
their strengths and weaknesses. Leaders
build upon Employee strengths and assist in
ways to grow their weaknesses into
strengths.

 To be successful- Leaders need to establish
trust. This can happen by having the leaders
close to the employee. You need to be
accessible and not stuck in an office. When
you are available to staff they know they can
approach you.
 Leaders need to establish fairness and assist
with relaying to Employees the department
values and goals.

 Communication is the foundation to success
of engagement. It is important for Employees
to know at the right time how their role is
critical to the success as well as how their
role impacts the organization.
 Build Employee commitment- Give praise and
recognition to build employee loyalty and
commitment. People want to feel that what
they do makes a difference.

 Actively listen to employees and take action
based on their feedback.

 Employee empowerment- is used to express
the way in which Employees can make
decisions without consulting their managers.
These decisions can be small or large. It
might merely mean giving employees the
ability to make some decisions on their own.